Làm việc kết hợp làm mờ ranh giới giữa công việc và gia đình – đây là cách các cặp đôi thiết lập ranh giới

Hybrid work has brought many real benefits. Greater flexibility can make it easier to manage work alongside family responsibilities, personal commitments and other demands.

But it has also created new challenges, particularly for professional couples trying to build two careers alongside a shared life.

When work and family life increasingly overlap, couples can face difficult questions about how to share responsibilities at home and support both careers.

My colleague and I became interested in this topic because we could see both sides of hybrid work in our own lives. The flexibility was valuable, but it didn’t always make balancing work and the rest of life easier.

We wanted to understand what helps some couples make hybrid work arrangements work for them.

We interviewed couples where both partners were trying to build successful careers alongside a shared life. A unique aspect of our research was that we interviewed both partners, allowing us to understand not just individual experiences of hybrid work, but how couples navigate it together.

We found that making hybrid work successful depends not only on individual habits, but also on how couples coordinate their work and home lives together. Not all couples are looking for the same thing from hybrid work, which has implications for the kinds of flexibility they value from their employer.

Managing boundaries

In the first instance, we found couples needed to be intentional about where work ends and the rest of life starts.

Setting clear expectations about availability, both at work and at home, is essential. Technology can help by blocking out time in the calendar, using out–of–office messages or stating working hours clearly in email signatures.

At home, a closed home office door can serve the same purpose.

Sticking to these boundaries was important for our study participants to signal to colleagues and family members when each partner was available.

Not having to commute daily is often seen as one of the biggest benefits of hybrid work. But this also means losing the transition that helps many people leave work behind mentally.

During days of working from home, it can help to adopt deliberate habits or rituals that signal the end of the workday. Muddling this transition can affect everyone in the household because it changes the ability to be present in the rest of life.

Whether it’s writing tomorrow’s to–do list, accepting that today’s work is done or simply putting away the laptop, these small actions create a clear boundary between work and home and make it easier to switch off.

Couples need to coordinate

We found it helps if couples coordinate intentionally by planning out the week together. This isn’t just about respective work commitments but also about who will do the school run, cook dinner or take care of any other tasks that keep family life running.

When both partners work from home, it can appear that both are equally available. Making decisions about who does what requires an active negotiation.

Several couples also talked about the value of a quick end–of–day debrief. Just as individual rituals can help people leave work behind, taking a few minutes to share the highs, lows and pressures of the day can help both partners transition out of work mode and into home life together.

This can be particularly valuable if one partner has mentally switched off from work while the other is still carrying the stresses and frustrations of the day. Debriefing prevents work pressures from spilling over into the relationship.

It is also worth paying attention to the ripple effects of seemingly small decisions such as who gets the home office and who works at the kitchen table.

These choices might feel practical in the moment, but they can have longer–term consequences. The person with a quiet place to work may find it easier to concentrate and perform at their best, while the other is dealing with interruptions and distractions.

Over time, what started as a practical decision can end up giving one person’s career an advantage.

One size doesn’t fit all

If couples are using hybrid work to support both careers over the long term, flexibility within the working day can be invaluable. It allows coordination of school pickups and appointments while ensuring that neither partner’s work commitments are consistently prioritised.

If, however, couples are using hybrid work to support a particular life stage – such as helping one partner to pursue a career opportunity or return to work after a period of caregiving – they place greater value on an employer focused on employees performance rather than whether they are physically present in the office.

This can help ensure that temporary shifts in priorities do not have lasting consequences for either person’s career.

From an employer’s perspective, offering flexibility alone is not enough. Employees need clear expectations about availability, the autonomy to manage their work in ways that fit their circumstances, and a workplace culture that supports people switching off at the end of the day.

Employers also need to recognise that people use hybrid work for different reasons and, as a result, may value different forms of flexibility and support. The key is recognising that hybrid working is not a one–size–fits–all flexibility solution.

Joanne Mutter does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.